Fighting For Workers’ Rights In Wage And Hour Claims

Federal law protects workers from unfair employment practices when it comes to wages, hours worked, and even the terms and conditions of employment. If you suspect that you are being treated unfairly by your employer, contact us at Robinson & Clapham, and we can help you determine whether your employer has violated state or federal law.

Below are just a few questions to consider:

• Have you been forced to work off the clock without pay?
• Do you work more than eight hours a day or 40 hours a week without overtime pay?
• Does your employer refuse to let you take meal or rest breaks, or make you take all meal breaks off the clock?
• Did your boss tell you that you are not entitled to be compensated for overtime because you are a salaried employee?
• Are you being paid less than the minimum wage?

If you are not being compensated fairly or in compliance with the law, you and your co-workers may be entitled to relief under the Fair Labor Standards Act (FLSA). We are dedicated to standing up for the rights of workers who have not been compensated for working overtime, working off the clock, or for illegal unpaid meal breaks.

Seeking Justice For Rhode Island Workers Harmed By Wage And Hour Violations

One of the most common ways employers attempt to get around paying overtime is by misclassifying workers as supervisors or independent thinkers, who are overtime-exempt. For example, our employment law attorneys represented a scheduler who was classified as an independent thinker by her employer, and therefore not eligible for overtime payments. In our wage and hour lawsuit, we proved that the scheduler was eligible for overtime pay because she had a boss who told her what to do and therefore shouldn’t have been classified as an independent thinker.

Overtime pay is only one of the requirements of the Fair Labor Standards Act (FLSA). This federal law also covers the payment of incentives and commissions, employee chargebacks, and unpaid wait time. Unpaid wait time is any time that you are required to be at work before your paid work begins.

For example, some companies require employees to show up 15 minutes before their shift begins to change into their work uniforms. Other employers expect employees to be on call without compensation. In one case our lawyers handled, a bank employer expected an employee to log onto 14 different computer systems before her paid work shift began. All of these are examples of unpaid wait time and are illegal under federal law.

Contact Our Providence Or Wakefield Law Offices For An Informational Meeting

If your employer is violating federal labor laws by not compensating employees for working overtime, working off the clock, or during required meal and rest breaks, contact us for a free consultation with an experienced wage and hour claim lawyer by calling 401-661-8287 or 401-783-3600 or by submitting an online contact form.